Our decisions and actions need a firm foundation. Think of it this way. If you are building a house, you know the foundation has to be secure. Otherwise, cracks form. Water comes in. The rest of the house can shift, suffer damage. This short strategic planning primer gives simple steps to starting a plan.

When there is respectful communication, designed to resolve problems and maintain relationships, conflicts can be reduced and misunderstandings and miscommunication can be addressed or prevented. These easy-to-use cards provide a simple model (M.E.E.T.) along with thought-provoking questions to create a respectful flow of communication - helping everyone recognize, respond to, and resolve difficult interactions involving diversity and inclusion dynamics. These cards are great for a quick training reminder, reinforcement or as a conversation generator.

You’ve clearly communicated expectations, delivered at least a couple of verbal warnings, and even a written warning. If the employee has not yet improved, the next action to take is a last chance option. This could be many things; including another written warning or suspension or time off with pay.

When evaluating performance challenges, don’t assume anything! Do your homework and get the all the facts you can. Have personal knowledge of the performance issue. Don’t rely on allegations, rumors or information provided to you.

A straightforward, yet entertaining approach to delivering the message that dealing with employee performance challenges is rarely easy or quick. But not taking effective actions can be damaging and more time-consuming—not to mention the lost product

When an employee doesn’t do what he or she said she could or would do, move to the first formal step of progressive discipline, a verbal warning. The verbal warning is a discussion where you let the employee know what specific behavior is unacceptable and that it has to stop.

When an employee has responded well to your corrective discussion, it doesn’t end there. Take time to hold regular performance discussions with all employees all the time. Conversations like these will save you time, improve productivity and increase employee morale.

Progressive discipline is really a matter of following a series of planned actions when dealing with employee performance issues or infractions of company policy. The actions intensify in seriousness if the employee continues to fail to meet job expectations and standards.

Typically, it's best to assume that an employee is not purposefully performing less than expected. He/she may simply need clarification of what’s expected, some additional guidance, or to understand the importance of following policy and meeting expectations. Generally, most performance challenges can be resolved during this second action, the corrective discussion.

Dealing with angry and defensive behavior that is directed toward you is difficult, to say the least. The best strategy is to sit back and listen. Let the other person get it all out. As tough as it is, don’t respond in kind.

New Micro-Learning! Workplace violence is a cycle of repeated and escalating behavior: subtle threats and statements, open intimidation and harassment, and ending with direct physical violence. It’s our job to recognize warning signs and then tell someone in authority...before it’s too late.

Ethics violations put the company and our work at risk. We count on you to conduct yourself with integrity and to help influence others to also act with honesty and professionalism. This course teaches a simple process when you notice a co-worker violating the code of business ethics.

Once you’ve reached the last chance option with an employee, expectations and consequences have been clearly communicated. Now it’s time to draw a conclusion. Does the employee have the right skills and/or motivation?